Theories of Motivation

1. Theories of Motivation
Dr.M.Deivam
Assistant Professor
Department of Education
The Gandhigram Rural Institute (Deemed to be University)
Gandhigram, Dindigul District, Tamil Nadu – 624 302

2. Introduction
• The Existence-Relatedness-Growth (ERG) theory
of motivation was proposed by Clayton P.
Alderfer in 1969.
• The theory was a follow up of Abraham Maslow’s
5 stages hierarchy of needs theory.
• Alderfer condensed Maslow’s 5 stages to three
and just like Maslow, he gave order to his three
stages which were prioritized on the basis of
concreteness

4. Existence
• These needs are the most concrete and easy to
verify needs. They include lower level needs like
food, water, sleep, shelter etc. It comprises of the
first two levels of Maslow’s theory i.e. the
physiological and the safety needs.

5. Relatedness
• Relatedness need are a less concrete stage as it
has to do with more than one person and so,
harder to verify. Needs included I this category
are social needs and need for external esteem.
The stage condenses the third and fourth levels
of Maslow’s theory i.e. The need for
belongingness and the need for self-esteem.
(involvement with family, friends, coworkers and
employers).

6. Growth
• Growth needs are the least concrete stage since
it differs from person to person and often very
difficult to satisfy. Needs included in this
category are internal esteem and self-
actualization. The stage comprises of the fourth
and fifth levels of Maslow’s theory i.e. Self-
esteem and Self-actualization.
• (the desire to be creative, productive and to
complete meaningful tasks)

7. Contd.,
• There are three forms of relationship that exist
between the stages of Alderfer’s theory
• Satisfaction/Progression
• Frustration/Regression
• Satisfaction/Strengthening

8. Satisfaction / Progression
• Satisfaction of a more concrete stage
increases the likelihood of progressing to a
less concrete stage but there is no compulsion
for satisfaction before progression.

9. Frustration / Regression
• If people finds it difficult to reach a particular
higher stage (frustrated), they can double
their effort in a lower stage to serve as a
motivator in achieving the higher one
(regression).

10. Satisfaction/Strengthening
• Satisfaction does not necessarily lead to
progression as it can also cause the individual
to keep reveling in the pleasure of gratifying
the lower level need (strengthening) till
he/she is capable of achieving a higher level
need.

11. Differences between Maslow’s and
Alderfer’s theories
• As against Maslow’s, Alderfer’s theory does not
compel the satisfaction of a lower level need
before progression to a higher level one.
• There is the concept of regression in Alderfer’s
theory i.e. the inability to satisfy higher level
need increases the desire to satisfy a more
concrete one. This is absent in Maslow’s theory
• Alderfer’s theory allows for the order of his
stages to differ from people to people as against
Maslow’s which is static for everyone.

12. Herzberg’s Motivator-Hygiene Theory
• Herzberg’s Motivation Theory model goes by a
number of different names, including Two
Factor Theory, Herzberg’s Motivation-
Hygiene Theory, and Duel Structure Theory.
• Frederick Herzberg developed the model in
1959. He did this by interviewing over 200
professionals. The interviews delved into
when the interviewees were at their most and
least happiest with their jobs.

15. Motivation Factors
• Achievement: A job must give an employee a
sense of achievement. This will provide a proud
feeling of having done something difficult but
worthwhile.
• Recognition: A job must provide an employee
with praise and recognition of their successes.
This recognition should come from both their
superiors and their peers.
• The work itself: The job itself must be
interesting, varied, and provide enough of a
challenge to keep employees motivated.

16. Contd.,
• Responsibility: Employees should “own” their
work. They should hold themselves responsible
for this completion and not feel as though they
are being micromanaged.
• Advancement: Promotion opportunities should
exist for the employee.
• Growth: The job should give employees the
opportunity to learn new skills. This can happen
either on the job or through more formal
training.

17. Hygiene Factors
• Company policies: These should be fair and clear to every
employee. They must also be equivalent to those of
competitors.
• Supervision: Supervision must be fair and appropriate.
The employee should be given as much autonomy as is
reasonable.
• Relationships: There should be no tolerance for bullying or
cliques. A healthy, amiable, and appropriate relationship
should exist between peers, superiors, and subordinates.
• Work conditions: Equipment and the working environment
should be safe, fit for purpose, and hygienic.

18. Contd.,
• Salary: The pay structure should be fair and
reasonable. It should also be competitive with
other organizations in the same industry.
• Status: The organization should maintain the
status of all employees within the organization.
Performing meaningful work can provide a
sense of status.
• Security: It is important that employees feel
that their job is secure and they are not under
the constant threat of being laid-off.

20. Drive Theory Of Motivation
• According to the drive theory of motivation or
drive theory, people behave a certain way to
reduce the internal tension created in the
body as a result of unfulfilled biological needs.
• The arousal or the state of inner tension that
develops within the body due to these needs
is known as a ‘drive’. The drive reduction
theory believes the primary motivation behind
all human action is the reduction of drives.

21. References
• https://egyankosh.ac.in/bitstream/123456789
/23799/1/Unit-1.pdf
• Mangal, S. K., & MANGAL, S.
(2019). Psychology of learning and
development. PHI Learning Pvt. Ltd..
• Chauhan, S. S. (2009). Advanced educational
psychology. Vikas publishing house.

22. Thank You